Introduction
The current paper will analyze the management, leading, and communicating structure of Thrive Skilled Pediatric Care. First, the nurse manager position and responsibilities analysis will be presented. Second, defining the nurse leadership approach will be established, including specific examples. Third, the evaluation of the communication will be provided. Fourth, recommendations for better communication will be provided for each particular example.
Nurse Manager
The discussed medical organization has no such vacancy for a Nurse Manager. However, similar responsibilities are performed by the Chief Clinical & Compliance Officer. Lori Kramer takes this position and is responsible for advancing the clinical practices and quality of clinical home care (Lori Kramer, n.d). In other words, she offers new possibilities for the clinics and supports currently ongoing care processes. It directly includes communication with nurses and organizing their activities. She has worked with Thrive SPC since 2021, centered on providing clinical and operational leadership for employees in general and nurses in particular (Lori Kramer, n.d). Lori has a master of Science in management and a Bachelor’s degree in nursing, which allows her to serve as a nurse manager. She usually gains information related to organizational management through Advances in Applied Science Research and Global Journal of Nursing & Forensic Studies journals. For example, the ideas for evaluating the clinical nursing practice applied to law issues borrowed from the Forensic Nursing Clinical Journal (Forensic Nursing Clinical Practice, n. d.). She also has profound experience working as a leader in various clinics coordinating nurses and other medical staff.
Nurse Leader
The manager utilizes strategic leadership within the scope of the organization. The combination of operational and strategic leadership can be applied (Lori Kramer, n.d). Strategic leadership is influencing others to make voluntary decisions that enhance an organization’s prospects for long-term success while maintaining short-term financial stability (MasterClass, 2022). For example, she often effectively helps solve the conflicts between nurses and patients related to cultural peculiarities by controlling the company’s ethical perseverance. Another example is in a successful nurse’s delegation, which supposes the redistribution of tasks if the nurse has encountered a problem with a co-worker that cannot be resolved. The other example is when the leader opposes the struggle for power to achieve equality in the team leading/ Such team0-building opportunities are efficient because they lead to more trustful relationships in the group.
One of the most vital skills of this organization’s nurse manager is the ability to form a motivational culture among nurses, which helps to solve operational issues. Improving this kill is adequate, allowing for building proficient communication in the team. Another skill is the readiness to be wholly included in the working processes better to understand the needs of the nurses and patients. Such a skill is effective in the dope of operational leadership, which requires ensuring the connection between the operation and the long-established aims of the organization.
Communication
The first example of managing up-down communication can include conflict when the CEO must agree upon the organizational purpose. She ultimately accepted the ideas of the upper administration without striving to explain the position. The recommendation, in this case, is to provide a pre-defined description of the issues because the administration probably is not involved in the operation process, and their opinion of the CEO may be one-angled. The second situation of downward communication was when the nurses provided different data collection from what the manager initially asked. The problem was needing a more detailed description of the required patient data collection.
Moreover, it is recommended to put more effort into realizing whether subordinates understand the primary intentions of the manager. The last situation is related to peer communication when the manager communicates with the chief people officer. The problem was that the officers needed help to decide which goal was more relevant for personnel. In such cases, finding the balance and developing the two spheres simultaneously can be recommended.
References
Forensic nursing clinical practice. (n.d.). Omicsonline. Web.
Lori Kramer. (n.d.). Thrive Skilled Pediatric Care. Web.
MasterClass. (2022). Leadership team structure: 8 roles in top management. MasterClass. Web.